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Posts Tagged ‘Human Resources Outsourcing’

Business has slowed and we’re cutting back the hours of some employees. Do I need to reclassify them as part-time if they’re working fewer than 40 hours per week?

HR Topics Question

Not necessarily. It’s up to you to decide how many hours employees need to work in a week to be considered full-time. While we generally recommend that you abide by the standards you've set previously so that you’re enforcing your policies consistently, you could also change those policies (and notify employees) in light of current business conditions. For instance, if you previously defined full-time as 40 hours per week, but you've cut the hours of most full-time employees to 30 and want them to continue receiving the benefits that were previously only available to full-time workers, you could redefine full-time as 30 hours per week.  Before making any changes, you’ll want t

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A manager of ours, who is exempt, is taking a half-day to attend a social event even though they’ve exhausted all of their paid time off. Can we reduce their salary for that day?

HR Topics Question

Not for half day, no. As a general rule, if an exempt employee performs any work during the workweek, they must be paid their full salary. If the employee were taking off one or more full days for this social event, then a deduction from their salary would be permissible. A half day, however, does not qualify for a deduction. That said, if the employee has paid time off (PTO) available, you could deduct from that bank of hours for a partial or full day absence—this is not considered a salary deduction since they will still get their regular pay as a result of using PTO. Here are the situations in which deductions from salary are generally permissible for exempt employees: For any wo

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Choose Human Resources Outsourcing

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Human Resources Outsourcing: Know The Differences Between A PEO & HRO Successfully running your organization means finding the most effective way to manage your employees' needs. As your company grows, you may want to consider outsourcing your HR functionality. For many employers, partnering with an outside vendor means choosing between a Human Resources Outsourcing (HRO) provider or a Professional Employer Organizer (PEO). Not sure which one makes most sense for your business? Knowing some key distinctions can help you make the right choice. PEO Basics - A Professional Employer Organizer essentially hires your employees directly. Acting as a co-employer for tax purposes, a PEO often

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Responding to Anonymous Complaints: Dos and Don’ts

If you receive an anonymous complaint, it is important to remain calm and review the complaint objectively regardless of how egregious the accusations may seem. Although the complaint was received anonymously, the company still has an obligation to take action, if necessary, to ensure that employees are provided a workplace that is safe and free from harassing or discriminatory conduct. We recommend investigating the complaint to the extent possible given the information received. Here are dos and don’ts to keep in mind: Do: Determine if an investigation is warranted or possible. Some complaints will not require an investigation, and some may not even require follow up (e.g., per

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Overtime Rules Go Into Effect on December 1st

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The new federal overtime rules go into effect on December 1, 2016—just over two weeks from now. There are four major changes of which employers should be aware. The new minimum salary for most exempt Executive, Administrative, Professional, and Computer employees will be $913 per week ($47,476 per year). Up to 10% of this income may come in the form of non-discretionary bonuses, incentive pay, or commissions. That portion of the compensation must be paid at least quarterly. If an employee does not earn enough in bonuses and commissions to be on track to make $47,476 per year (measured at the time of the quarterly payment is made) the employer has two options. They can pay the diffe

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